Employee turnover is a challenge every hospitality manager faces. The inefficiencies it causes often have a negative effect on customer satisfaction, team morale and the company’s bottom line. Fortunately, hiring the right candidates for your restaurant or hotel jobs can significantly reduce turnover. This means you won’t be wasting time training people who cannot perform. It also means you’ll be investing time in professionals who intend to stick around. All it takes are a few hiring process improvements you can implement today.

Hospitality job seekers can pick and choose from loads of employment opportunities. According to the Bureau of Labor Statistics, the industry added 45,000 jobs in July alone and has averaged 29,000 new positions per month in 2016. So how can you convince a candidate with so many options to choose to come to work at your hotel?

Employee turnover is a common challenge in hospitality—more so than in any other industry. According to the Bureau of Labor Statistics, the separations rate (or rate of turnover) within leisure and hospitality companies was 6.2 percent in March of this year. Even mining and logging, the industry with the next highest separations rate of 5.6 percent, couldn’t come close to matching it.

You despise generic resumes and hate cover letters that were obviously created from a template. You quickly reject candidates who submit applications rife with typos. And you routinely reject job seekers who don’t fulfill your requirements. You’re on a mission to find the best possible candidates for your hospitality organization—but you’re also being evaluated by the very professionals you seek. Make any of the following mistakes and many of them will turn away from the job you have to offer.

Good news: The hospitality industry grew in 2015, and it’s expected to grow again in 2016. However, this expansion does mean competition for the most qualified job seekers is going to grow more fierce—and consequently, your job as a recruiter is going to be more challenging.

If you want to bring the top talent to your hospitality organization, offer great perks. After all, the majority of people say they’ll highly consider the benefits and perks of a position before accepting it.

Whether you’re out for a walk, sipping on coffee at a café, or waiting in line for the kiosk, you will almost always see someone using a handheld device such as a smartphone or tablet. As these devices become a part of our daily interactions, we will continue to see an upwards trend in the development of mobile apps. This is especially true for the employment industry. The job application process has evolved from applying in person to applying online.

You picked the best 10 resumes from the six dozen you received. You narrowed your choices further with brief phone interviews before bringing your top five in for interviews. After an afternoon of lively discussion with the rest of your management team, you’ve decided which candidate you want to hire. But hold on a moment. Before you pick up the phone to offer him a hotel manager job, consider these three reasons you need to check in with his past employers first.

Employee turnover is a common challenge in hospitality, whether you’re managing a restaurant or running a hotel. In fact, according to the National Restaurant Association, the turnover rate for staff in the restaurants and accommodations sector of the industry has risen for multiple years in a row—reaching more than 66 percent in 2014.

A competitive salary, a great boss, fun co-workers and plenty of advancement opportunity… you probably think a hospitality employee with all of these things wouldn’t think twice about leaving his or her current position.